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Thomas Edison State College *

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Communications

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Feb 20, 2024

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docx

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Uploaded by joevm1987

TEAM EXPECTATIONS THROUGH EFFECTIVE COMMUNICATION 1 Developing Follower Expectations Joseph M. VanMorter Thomas Edison State University

TEAM EXPECTATIONS THROUGH EFFECTIVE COMMUNICATION 2 Developing Follower Expectations The Pygmalion Effect on Subordinate Members Leading teams of multiple subordinate members is something I have been excelling at for the past ten years of my military career. There have been numerous members that have come and gone from under my supervision and leadership, many of which I have enjoyed working with and have gone on to succeed at becoming leaders themselves, and other members that I did not enjoy having under my supervision and only achieved very minimal expectations. Many times in my line of work subordinate members do not stay assigned to a single supervisor for the span of their time in the organization, they are often swapped or traded with other members in order to expose them to different training and developmental methodologies with other supervisors within the squadron. When this occurs the reputation and ascribed characteristics often follow the member as they transition under new leadership, this can be difficult for a leader because often times they will not like the individual and will not enjoy having them under their leadership. This is something that occurs frequently within military units, and it is one that I have first-hand experience in. The expectations I hold for my subordinate members have always been higher than others within my organization, but not so high as to be unattainable or exceeding ones pay grade. I have always felt that no special treatment should be given to anyone under my supervision in the areas of their task proficiency and knowledge, we are all part of the same team and career field and will be trained based on the training plan that has produced to ensure members meet their training and upgrade requirements in a timely manner. It is often difficult to gain a member that you do not like or see no potential in and train them the way you do everyone else, they carry over a reputation that does not meet certain standards or requirements, regardless if it be to

TEAM EXPECTATIONS THROUGH EFFECTIVE COMMUNICATION 3 attitude or aptitude. There can be a successful transition however, maybe the individual that has been put under your leadership came from a group whose leader expected very little from them and now all they know is mediocrity and feel that it is the norm in which they are to operate. If this is in fact the case, it is your job as a leader to ensure they succeed regardless of how you may feel towards the individual. I would begin the transition by pulling the new member aside and having a private discussion with them, detailing how they have been trained and how other members within the organization may view them based on previous interactions and training events. I feel it is important for the individual to know how their peers feel about them and their performance in order to give them the self-motivation to strive to be better. I would them explain to them their current levels of proficiency and how they hold up to my expectations, detailing timelines in which I expect specific areas of their upgrade or proficiency training to be completed regardless of their comfort levels. I have found that one effective method in ensuring a member reaches certain goals is to force them out of their comfort zone, this exposes them to new stimuli and requires them to be more hands on and productive while at the same time learning new methods and techniques that will help them advance in their career. Although I may not like the individual that has been put under my supervision, it does not mean that they will receive lower expectations than my other subordinate members. As the individual progresses through their training and I begin to see that they are becoming more proficient in their duties I may begin to reward them for their performance. An extra hour for lunch, early dismissal from a duty day, and even awarded days off are just some of the rewards I have used to show my appreciation for a job well done. Rewarding members based on their ability to excel in meeting these higher expectations will build trust and confidence in the

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